Candidates

Professional Referral Program

Accountants One wants to thank you for helping others

Our Professional Referral Program allows you to discreetly help Accounting and Financial Professionals while getting some nice perks. Uncompromising integrity and confidentiality are cornerstone tenets of Accountants One, and therefore all referrals are treated with the utmost care. For every Accountants One referral who interviews with a company, you will receive a $25 Amazon.com certificate. Furthermore, if any of your referrals obtain a great new Permanent job (via Accountants One) within 6 months of introduction, you’ll receive a $250 Visa gift card.

A qualified referral is defined as a professional working fulltime in Accounting or Finance for a minimum of 2 years, who isn’t already in the Accountants One database.

Referrals can be given either directly to an Accountants One recruiter or should be emailed to operations@accountantsone.com, and must include complete name, title, and current professional contact information.

Do your colleagues, a great supervisor, or that rising star down the hall a favor, and put them in touch with Accountants One.

P.S. The reward for referring a great Contract, Temporary, or Temp-to-Perm Candidate still applies — $50 if your referral works at least 40 hours with us.

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Thoughts on Counteroffers

During our history, Accountants One has seen many counteroffers and there have been very few instances where a counteroffer has proven to be a sensible career move. In fact, our belief is that most counteroffers are simply stall tactics. The only time when a counteroffer is legitimate is when it addresses the precise issue(s) that let an employee to investigate a new opportunity in the first place.

Companies extend counter offers for a number of reasons. Among these are:

Morale suffers when people quit

Companies like to brag about retention rates and lack of turnover

Departments slow down due to a vacant position

Resignations look bad on a manager’s record

The cost of recruiting a new employee is expensive

The vacation schedule can be devastated

We have seen many reactions to a resignation. Here are some of the comments that are designed to keep an employee in place:

“We were about to give you a promotion. Let’s discuss it before you make a final decision.”

“Before you make this public, the V.P. would like to take you to dinner.”

“Who are you going to work for?” – to be followed by negative comments on the company.

“We’ll meet the increase in salary, plus $10K.”

Human nature comes into play here making the separation very hard. First, change is difficult. The employee who has put in their notice is facing the unknown and faces the tendency to stay with what is safe. Second, managers react out of the fear of loss and the fear of looking poorly for allowing an employee to leave vs. letting someone go. Therefore, to avoid the natural inclination of accepting a counteroffer consider the following:

The best reason to look for a new job is never money. If you stay with your current position because of money, the root of the problem will not have been addressed.

Once you try to resign, your loyalty will be forever questioned.

Over the long haul, your counteroffer will be taken out of your earnings.

If the company falls upon hard times, you will be the first one out the door.

Often times, upon accepting a counteroffer, the company will have already started looking for your replacement.

An oft-quoted statistic states that 80% of all employees who accept a company’s counteroffer end up leaving (voluntarily or involuntarily) within 6 to 9 months.

So, how do you avoid the pitfall of the counteroffer? Here are the steps that we recommend at Accountants One.

Start with a resignation letter.

Do not delay – Waiting to turn in a notice is very stressful for you and your family. It is best to give your resignation letter on the day of your decision. Once you have it behind you you’ll be able to get on with your life.

Remain professional – Keep your eyes on what motivated you to make the decision to move on. Don’t let personal relationships hold you in a position that you have “grown” out of. And remember, there is no compelling reason to tell your existing employer where you are going to work.

Request confidentiality – Start by turning in your resignation to the appropriate manager, and then tell only those who will be effected by your absence. This makes your departure much less hectic.

Demand professionalism – Decent and well-managed companies don’t make counteroffers. Their policies are fair and equitable. Most see counteroffers as coercion. Help the managers to remember this fact. But also remember, that sometimes in stressful situations, people can tend to make poor decisions.

Resign with Grace…your career may depend on it

The impression you leave during your resignation process can have a significant impact on your future recommendations. In this age of mergers and emails, the business community is getting smaller and more connected everyday. Negative impressions can easily be passed through the grapevine. Your boss today may be your vendor tomorrow.
Resign only after receiving and accepting a written job offer

If you are job hunting while still employed, keep it quiet:

Only in rare cases should you tell your boss:

when you both agree that the company holds no future for you.

when you are moving to and seeking a job in another city.

Arrange interviews during lunch, or before or after work.

Check if your company has regulations specifying how much notice is required.

Prepare a letter of resignation:

explain your reason for leaving.

suggest a termination date.

express appreciation to your boss and the company for the help and opportunities you have received.

Arrange a meeting with your supervisor when you have decided on the date you will leave.

Providing a two-week notice is preferred, executives may need to provide a month in which to find a replacement.

You may be asked to help interview replacement candidates, usually alongside a company executive. Do so with a positive attitude, no matter what your reason for leaving. Keep your statements short and positive.

How to resign

Don’t use a job offer as a means of manipulating your employer into giving you a raise.

Don’t speak against the company you are leaving, either within it or outside. Don’t burn your bridges behind you. You never know when you’ll need to be in touch with your former employer so don’t burn your bridges behind you.

Sample Letter of Resignation

Dear Ms. Doe:
I have accepted an offer with another firm and have decided to tender my resignation effective today, with my final day being Friday, January 12, 2014. It has been a pleasure working with you, and representing ABC as your Accounting Manager. I thank you for all you have done for me.

Please contact me at any time if I can be of any assistance in helping with a smooth transition.

Sincerely,
(Name)

Guide to Successful Interviewing

Prior to every interview your recruiter will go over in detail such areas as corporate culture, company benefits and salary. This sheet covers some additional items to keep in mind.

Testimonials

“I like the one on one service Accountants One provides. They know what it is we are looking for, they are very responsive and really care about our satisfaction. They are attuned and know when a candidate is not right for this company. I really feel like we are treated as if we are special to them. They know the challenges and are invested in a personal way.”- Controller, Manufacturing and Distributing Organization

“Accountants One knew very quickly what we were searching for and sent candidates that would bring exactly what we needed. They came out and met with us and understood our environment. We were very pleased!”- CEO, Full- service design- build firm

“Accountants One understands the urgency called for bringing candidates in. They are very capable of quickly finding solutions for sometimes odd situations that we present. They are very flexible and willing to negotiate. I haven’t seen this kind of flexibility in other recruiting companies.”- Vice President, One of America’s Top Construction Companies

“Accountants One sends the right people every time and does a great job at following up to make sure that things are going well. They have a great understanding of what we need and sends candidates in a timely manner.”- Accounting Specialist, American-owned Manufacturing Company

CURRENT SUCCESS RATE

Direct Hire: 93%Contract: 92%

We stand by the quality of our work. In our effort to remain transparent to our clients and candidates, Accountants One self-reports our success rate so that you can make an informed decision about the quality of the firm you partner with.